Accommodating religious don in the alaskan workplace
GWEN IFILL: Now we turn to the Supreme Court, where the justices today heard the case of a woman who went to a job interview wearing a head scarf, and didn’t get the job, but why? How did this case get to the Supreme Court, Marcia? Well, Gwen, Title VII is our nation’s major job bias law, and it prohibits discrimination on the basis of race.
As always, News Hour contributor Marcia Coyle of “The National Law Journal” was in the court today.
Otherwise, if you put the burden on the employee or job applicant, as the lower court here did, they’re reluctant to bring religion up in a job interview. MARCIA COYLE: An employer can remain silent, perhaps knowing there’s a religious issue, discriminate, and escape liability. MARCIA COYLE: It doesn’t draw religion into it right away. MARCIA COYLE: Well, it’s different because it falls under a particular statute that does make it illegal to fail to reasonably accommodate religious beliefs.
GWEN IFILL: Even Justice Alito, who usually comes down in favor of business in these kinds of cases, was among the skeptical ones today. And he’s actually very concerned about religious discrimination in general, and he said — he really simplified this and said, look, why can’t an employer just say — for one of the hypotheticals, you have somebody wearing a beard in front of you, why can’t an employer just say during the interview, we have a work policy that excludes beards? But it gives — then the onus shifts to the job applicant to say if he or she does have a problem with it. But the court — I mean, the law is very clear, and the court, even under the First Amendment and religious freedom, is quite protective of those freedoms. Business is watching it closely, too, because it believes that if it loses here, it’s going to be forced into stereotyping people who apply for jobs in order to avoid liability. GWEN IFILL: For more on the two sides of the argument, we turn to Munia Jabbar, a civil rights attorney, formerly of the Council on American-Islamic Relations, and Rae Vann, who is an attorney with the Equal Employment Advisory Council.
Employees aren’t required to read the document, which is available to those who are “curious,” said a company spokeswoman. companies often fail to address employee faith until problems arise, said Philadelphia-based employment attorney Jonathan Segal of Duane Morris LLP.
‘Employees don’t shed their religious rights when they walk in the door.When it comes to faith, most companies “stay as far away as they can,” for fear of making a wrong—or unlawful—move, said Deb Dagit, former chief diversity officer at drugmaker Merck & Co. While religious discrimination comprises a relatively small portion of EEOC complaints, the rise reflects an ever more multicultural workforce with a wider array of religious faiths, said Mark Fowler, deputy chief executive of Tanenbaum, a nonprofit that works to eliminate religious prejudice.At 92 pages, the English-language version of Total’s guide offers few firm rules but states that employees’ religious practices, such as prayer, should generally be respected and accommodated.Suggest an event Gantan-sai is the Shinto celebration of the new year (oshogatsu).This day is one of the most popular for shrine visits, and many pray for inner renewal, health, and prosperity.
Issue One – FA passes out religious material to passengers as they exit the aircraft. The Muslim FA was hired by Express Jet and then converted to Islam, working a deal with her colleague before each flight to avoid serving alcohol.